According to Jennifer, talent acquisition has undergone a transformative evolution, shifting from traditional methods to modern, strategy-led approaches that revolutionize how organizations engage with candidates. Today, organizations strive to stay consistently innovative in the competitive talent market to attract talent. They’re targeting talents that are not only technically fit for the company but also bring innovative personalities and culture to the brand. As for the candidate perspective, modern talents are quite selective, seeking strategic transactions with employers, where they aspire to bring value to the organization and expect a promising system with ample career growth opportunities in return.  

Throughout her professional life, Jennifer has encountered many clients who have thrived through brand storytelling. Aside from revenue, organizations nowadays express genuine care for communities and involve themselves in ventures that aid community development.  

“I remember having a client who had done a rural community drive to educate people on environmental sustainability through workshops and training programs. Because, they care about communities.” said Jennifer. 

Such impact-led TA strategies are very common these days. However, she also pointed out the consumer-led strategy, where organizations focus on the occurrences of a particular region to craft strategies that attract talents in that area (eg: promoting alcoholic beverage brands through influencers and celebrities).  

Diversity is a way of conveying talents, especially new-generation talents, that organizational structure is not rigid or stereotypical. Talents today aspire to see the representation of themselves in the companies they work for. More importantly, being diverse can help organizations pull insights from diverse technicalities and backgrounds so that not only is the firm physically diverse but also diverse in terms of technical data and consumer insights they can obtain. Hence, the more diverse the organizations are, the more talent they will attract and the more value they can earn for their brand.  

From her experience, Jennifer defined Gen Z as dynamic and tech-savvy, a generation of people who know their value and what they want very early and know how to go about it. Here are the key strategies she proposed to attract Gen Z talents. 

• Organizations should not insult Gen Zer’s intelligence but instead show them that their technology is innovative enough to empower their capabilities.   
• Be where they are. Be present on social media and explore the latest innovators or innovations because that’s where you’ll find Gen Z.  
• Gen Z doesn’t thrive in overly structured working environments. Let them lose in engaging networking events and leisure breaks. Keep employer benefits/incentives updated to match their expectations.